Sentences with phrase «reasonable offers of employment»

Chief executive Paul Farmer said: «The government has proposed to sanction anyone turning down «reasonable offers of employment», but people should not be forced to accept work that risks damaging their mental health, putting them back on benefits and back at square one.

Not exact matches

Given the absence of a public trading market of our common stock, and in accordance with the American Institute of Certified Public Accountants Accounting and Valuation Guide, Valuation of Privately - Held Company Equity Securities Issued as Compensation, our board of directors exercised reasonable judgment and considered numerous and subjective factors to determine the best estimate of fair value of our common stock, including independent third - party valuations of our common stock; the prices at which we sold shares of our convertible preferred stock to outside investors in arms - length transactions; the rights, preferences, and privileges of our convertible preferred stock relative to those of our common stock; our operating results, financial position, and capital resources; current business conditions and projections; the lack of marketability of our common stock; the hiring of key personnel and the experience of our management; the introduction of new products; our stage of development and material risks related to our business; the fact that the option grants involve illiquid securities in a private company; the likelihood of achieving a liquidity event, such as an initial public offering or a sale of our company given the prevailing market conditions and the nature and history of our business; industry trends and competitive environment; trends in consumer spending, including consumer confidence; and overall economic indicators, including gross domestic product, employment, inflation and interest rates, and the general economic outlook.

Teacher Diversity Efforts in Boston Michelle Healy Boston Public Schools identifies and offers «letters of reasonable assurance» of future employment to promising black applicants and students about to graduate from a teachers college.

As always, when dismissing an employee on a «without cause «basis, if you want to avoid a long and expensive court process, offer a reasonable notice period which properly reflects the character of employment, length of service, age of the employee and availability of other similar employment.

Where an employer finds that he or she can not make reasonable accommodation in order to offer an employment opportunity to a person on the basis of that person's religion the employer shall, before he or she refuses such employment opportunity based on a bona fide occupational requirement, support his or her findings based on evidence that to make an accommodation would impose an undue hardship involving either financial cost or business inconvenience to the employer.

This includes instances of making offers of employment, and notifying successful candidates of their policies for providing reasonable accommodations to employees disabled by barriers.

This requirement only exists if the temporary re-employment offered is similar to the employee's former role of employment and if a reasonable person in the employee's situation would likely accept the employment.

Thus, although an objective standard must be used to evaluate whether a reasonable person in the employee's position would have accepted the employer's offer (Reibl v. Hughes, [1980] 2 S.C.R. 880), it is extremely important that the non-tangible elements of the situation — including work atmosphere, stigma and loss of dignity, as well as nature and conditions of employment, the tangible elements — be included in the evaluation.

As to the cost of retaining a lawyer to review a severance package and provide an opinion on whether the offer is fair and reasonable or not, the cost will vary on a number of factors, including whether you signed an employment agreement at the time you were initially hired or during employment.

I am persuaded that Ms. Brake's decision to consider herself constructively dismissed notwithstanding the offer of continued lesser employment was objectively reasonable.

What this means is that if the employee elects to refuse the purchaser's offer, regardless of how reasonable the terms of employment, then the vendor must either: (a) somehow continue the employee's employment; or (b) provide the employee with, at the very least, her statutory termination pay and severance pay.

If you learn that the termination clause will not be enforced, you may decide to accept the offer of employment containing the termination clause confident knowing that you will still be entitled to reasonable notice of dismissal;

Since the initial Employment Offer did not expressly touch upon the issue of reasonable notice for termination without cause, it was an implied term of the contract that the plaintiff was entitled to the common law standard of reasonable notice.

It is now common for employers to present offers of employment that contain termination clauses that remove the employees» right to reasonable notice of dismissal.

The 2015 Quebec Court of Appeal decision [2015 QCCA 1048] held that, while Quebec's Act respecting Industrial Accidents and Occupational Diseases placed no obligation on employers to offer suitable employment to a worker who has suffered a work - related injury, when an employee exercises their right to return to work the employer must engage in a process of reasonable accommodation in accordance with the Charter of Human Rights and Freedoms.

An employee whose employment is terminated after refusing an offer of reasonable alternative employment with the employer.

[55] Without fresh consideration, the Employment Agreement could not displace the implied term of reasonable notice contained in the Offer Letter.

The Court of Appeal found that an employer must seek suitable employment for an employee returning to work from an injury, offer reasonable accommodation to the employee to the point of undue hardship, and conduct an assessment to ensure the accommodation complies with the provisions of the Quebec Charter of Human Rights and Freedoms.